How to ask for a pay rise

If you want a pay rise, you’ve got to prove:

• You’re doing more work than your employer realises 

And / or

• Your work is worth more than what you’re getting paid.

We will be going through strategies on how to approach each scenario.

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Arguments for an increase in salary

The more reasons you can include in your request, the more leverage you will have to get what you want.  Here is a list of reasons why you deserve a raise: Consistent performance You have consistently met or exceeded performance expectations and deliverables over a long period of time (6-12 months). You’ve received positive feedback from colleagues, managers, or clients due to the great work that you do. Increased workload “Gone above and beyond, consistently.” You’ve taken on extra duties beyond your initial job scope. Your workload has increased significantly, either due to company growth or downsizing in other areas. You’ve shown consistent adaptability and flexibility, such as taking on different shifts, working overtime, or adapting to new company technologies.  Increased living costs Due to inflation and the rising cost of living, a raise is needed to maintain your current standard of living. Professional development You’ve acquired new skills or qualifications since your last salary review - and your employer is directly benefitting. You’ve invested time and resources in professional development, attending workshops, or earning certifications.  You possess a unique skill or talent that’s hard to find or replace in the market. Comparative salary Your pay is below the market rate for your role, skills, or location. Company’s financial health The company has been performing well financially, and employees should be rewarded for their part in that success. Impact / cost savings You’ve made a notable positive impact, such as bringing in substantial revenue, saving costs, or innovating processes. You’ve introduced measures or strategies that have resulted in significant cost savings for the company. In many scenarios, giving you a slice of the enormous pie you baked is warranted. Reduced turnover costs Hiring is expensive. Investing in current employees is cheaper than hiring and training new ones. If you have made changes to employee training or helped retain employees in any way, you have saved your company thousands. Leadership You’ve effectively mentored or led a team, improving overall productivity or morale. Special projects / proactivity You’ve successfully managed and executed special projects. You’ve shown initiative in solving problems, suggested and implemented improvements, or launched new projects that helped the company make money, save money, or a combination of both. Specialised knowledge and expertise When you’re just so goddamn good at your job and know that the company would go up in flames if you ever left, then you’ve got leverage to ask for a raise.  This specialised knowledge comes in many different forms, such as having exceptional relationships with key clients, being able to solve hard problems fast, and knowing things that would be very difficult for anyone to try pick up and learn. You’re the single point of failure. Contractual obligations Some contracts or agreements might stipulate periodic pay reviews or raises based on certain conditions being met. Take stock Examine the above list and pinpoint what matches your experience. The more reasons you can use from the list, the better your chances at getting the raise. I will be providing you with sample scripts to use as a guide, **but it will be on you to blend together all of the reasons you deserve to be paid more. **

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When to ask for a raise

• Find out how raises work at your company. Talk to HR, your manager, and your colleagues. Gather information from as many sources as possible.
• Open up the conversation with, “I want to learn more about how the company’s salary structure works.”
• Read through your employment contract and company handbook. For example, at larger companies you may be restricted to getting a raise at yearly performance reviews.
• Where there is less structure, for example at a startup, it may be more advantageous to ask for a raise after a big accomplishment or a key project is wrapped up.

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What your pitch should include

A reference to your good work When going for the ask, highlight your achievements, your notable work, additional tasks undertaken, projects you’ve contributed to, and where possible, quantify the value you’ve added to your employer.  For example:  “I do X, Y and Z which frees up [your manager / team / supervisor] to focus on more challenging projects.” “In the past year, I’ve led projects that have directly contributed to an additional [Number]k in revenue and received positive feedback from both clients and teammates. Here’s a copy of all [hand physical proof].” Your future plans In your pitch, reference any upcoming initiatives, projects, or strategies, showcasing your dedication and plans for continued value addition. “My recent certification in [Skill/area] has positioned us to tap into new markets, and I’ve got plans to further streamline our processes in the upcoming quarter.” Evidence that you’re underpaid This could include:

• Agency insights: information from agency recruiters about industry averages and offers.
• **Peer feedback: **conversations with peers in similar roles or industries.
• Online data: salary averages and ranges from platforms like Payscale.com or Salary.com.
• **Job listings: **salary ranges from recent, relevant job postings in your field.
• **Comparative value: **benefits and perks at rival firms are more lucrative, showing a discrepancy between your current package and the market.

Your ask Don’t just say you want a raise. **Clearly state the exact amount you want. ** Flexibility While this is an ask, it’s worth being open to engage in dialogue. Sometimes your employer might entice you with benefits or perks to sweeten the deal if a raise is not an option right now.

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Going for the ask

Your case is going to be supported by:

1. References to your good work.
2. References to your plans for the future.
3. Evidence that you’re underpaid (this might not always be possible).
4. A request for a specific amount of an increase in salary.

Here’s how you can phrase these 4 elements in a discussion with your manager: *Some of this information will be repeated in later scenarios to illustrate how you can incorporate each element into the discussion. (1) References to your good work _“I’d like to have a chat about my role at the company and my salary package. Over the past [time period, e.g., “year”], in addition to my regular duties, I’ve taken on [specific additional duties, e.g., “managing the new team,” “overseeing the XYZ project,” “implementing new software to streamline processes,” etc.]. _ I’ve also been involved in [Specific Project or Task], which, as you might recall, led to [Specific Result or Benefit, e.g., “a 20% increase in customer engagement”].” **(2) **_References to your plans for the future _ “Looking ahead, I have several initiatives planned which I’m excited for. I’m aiming to [specific future goals, e.g., “introduce a new analytics system that could further enhance our marketing strategies,” “lead a cross-departmental project that is projected to improve operational efficiency by 20%,” or “expand our client base into emerging markets, which has the potential to grow our revenues significantly”].” (3) Evidence that you’re underpaid (this might not always be possible) “I’ve gathered insights from [Reference conversations you had with peers, people who hire for your position, recruiters, etc.] at companies like [Rival company name] and [Another Rival company name]. It seems that the average salary for someone with similar responsibilities to mine is [mention a specific salary or range].” Furthermore, job listings at [Rival company 1] and [Rival company 2] support these findings, as do the average rates from industry benchmark salary reports on [Website Names]. (4) A request for a specific amount of an increase in salary “Given the impact I’ve had on our company’s recent success and with the market research I’ve conducted, I believe a salary increase of [Number]% would be both fair and in line with industry standards.”

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Handling rebuttals

If your manager says “Sorry, it’s not in the budget”, counter by reiterating your commitment to the company and referencing the fair market rate: “As I said, I’m enjoying the projects I’m working on and I’m excited about what’s ahead with [Reference an important objective you’re working towards], but we need to make an adjustment so there is a fair number for both of us here, one that recognises both my commitment and the market rate for my role and skill set.” If it doesn’t go anywhere, it may be worth exploring benefits or perks: “If we can’t move on my base salary, I’d like to know what are the areas that are negotiable? Would you consider offering [Insert benefits] to make up the difference?”

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Scenario 1: Getting a raise due to inflation

If you haven’t received a raise in the past 12 months, you have effectively taken a pay cut. The average global cost of living just keeps on rising. It’s worth Googling “How much has inflation increased in [Your country] in [Current year]” and seeing what you can find.  Once you figure out the inflation rate, explore these two options: Option 1 If you’ve been with your employer for 12 months or more, check the date of your last pay raise.  If you haven’t been given one in the past year, it’s time to ask for a raise in line with the cost of living. Option 2 If you’ve been employed for less than a year or you received a raise recently, mark your calendar for your one-year anniversary. If by that time you haven’t seen a salary increase, then you’ll be knocking on your manager’s door. I also suggest reviewing your employment contract and employee handbook to understand the procedures around annual pay raises. Once you’ve done your homework, set up a meeting with your manager and go for the ask: “It’s been a year since my last salary review and with the rising cost of living, and the [Number]% inflation increase in [Country], I wanted to ask for a pay raise to keep up with the inflation rate.” Reference your good work and reiterate your commitment to the company: “I’ve been proud of the progress and accomplishments I’ve achieved over this past year, which included [Insert any notable accomplishments] and I genuinely enjoy contributing to our team’s success. I believe that a salary adjustment of [Number]% would be a fair reflection of the value I bring to the team and the increased cost of living.” If your employer says “It’s not in the budget”, reference your employment contract (if applicable): “As per the terms of my employment contract, it’s mentioned that my salary would be reviewed annually. Considering that a year has now passed since our last review, I believe it’s the appropriate time to discuss this matter.” If they can’t budge on your salary, it might be worth asking about benefits or perks that would sweeten the deal for you. A few extra days of annual leave/PTO might do the trick.  Of course, if your employer is not willing to play ball, you can always jump ship in order to get paid fairly.

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Scenario 2: Asking for a raise after you’ve added value

“I appreciate you taking the time to meet with me today. I wanted to discuss my current salary, given some of the contributions I’ve been making to the team and the company. _Over the past [Number] months/years], I’ve been involved in [Specific Project or Task], which, as you might recall, led to [Specific Result or Benefit, e.g., “a 20% increase in customer engagement”]. _ Additionally, I’ve taken on duties such as [Additional Duty 1] and [Additional Duty 2], which have not only broadened my skill set but have also benefited our department by [Specific Result or Benefit, e.g., “streamlining our workflow and reducing processing time by 15%”]. I’ve done some market research, and it appears that the industry standard for someone in my position with the responsibilities I’ve taken on is around [Market Average Salary]. Considering my contributions and the value I bring to our team, I believe a salary adjustment to [Desired Salary] would be fair and in line with the market. I genuinely enjoy working here and being a part of the exciting projects we have. I’m committed to continuing to bring value and drive results for our team. I hope we can find a number that reflects both the industry standard and the value I’ve been adding.” If your request is rejected, see if any benefits could be offered to make up the difference: “It’s essential for me to know that my contributions are recognised and that I’m being paid fairly for the value I bring. Is there a middle ground we can find or perhaps other benefits or perks we could discuss?”

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Scenario 3: The company announced juicy profits

Strike when the iron is hot. If your company is performing well, go in for the kill and ask for a raise. Employees should be rewarded for their part in the success. In many cases, giving you a slice of the enormous pie you helped bake is warranted.  Here’s a template script to help you along: “Following the recent announcement of the company’s impressive profits, I wanted to discuss my salary.” Reference your good work and talk about your future plans _“Over the past [time period, e.g., “year”], in addition to my regular duties, I’ve taken on [specific additional duties, e.g., “managing the new team,” “overseeing the XYZ project,” “implementing new software to streamline processes,” etc.]. _ _I’ve been directly involved in [specific project/task/initiative] which led to [specific outcome/result, e.g., “a 15% increase in sales” or “reducing overhead costs by 10%”]. _ Looking ahead, I have several initiatives planned. I’m aiming to [specific future goals, e.g., “introduce a new analytics system that could further enhance our marketing strategies,” “lead a cross-departmental project that is projected to improve operational efficiency by 20%,” or “expand our client base into emerging markets, which has the potential to grow our revenues significantly”]. If possible, provide evidence that proves you are being underpaid “I’ve also been researching industry salary rates. I found that positions with my level of responsibility and impact typically earn around [Number]% more than my current rate. “I’ve gathered insights from [Reference conversations you had with peers, people who hire for your position, recruiters, etc.] at companies like [Rival company name] and [Another Rival company name]. It seems that the average salary for someone with similar responsibilities to mine is [mention a specific salary or range].” Furthermore, job listings at [Rival company 1] and [Rival company 2] support these findings, as do the average rates on industry benchmark salary reports from [Website Names]. Go for the ask “Given the impact I’ve had on our company’s recent success and with the market research I’ve conducted, I believe a salary increase of [Number]% would be both fair and in line with industry standards.”

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Customer service example

“Over the past year, in addition to my regular duties, I’ve taken on the challenge of managing a newly formed team of customer service representatives and overseeing the rollout of our enhanced CRM software. I’ve been directly involved in the revamp of our customer feedback system, which led to a noticeable 20% improvement in our customer satisfaction scores and a 15% reduction in the average call wait time. Looking ahead, I have several initiatives planned. I’m aiming to implement an advanced customer service chatbot system to answer frequent queries, which could free up our representatives to handle more complex issues. This move is projected to improve our operational efficiency by 25%. Furthermore, I’m spearheading a cross-training programme, allowing our team to handle inquiries across multiple product lines, potentially improving our up-sell and cross-sell rates by 10%. I’ve also been researching industry salary rates. I found that for customer service management positions with my level of responsibility and breadth of oversight, salaries are typically around 15% higher than my current rate. I’ve gained insights from discussions with peers at recent customer service seminars and from recruiters who’ve approached me on platforms like LinkedIn. They’ve consistently mentioned companies like [Rival Company] and [Rival Company], offering competitive pay for roles similar to mine. Furthermore, job listings at [Rival Company] and [Rival Company] support these findings, as do the average rates on Salary.com for customer service management roles. Given the enhancements I’ve brought to our customer service department, combined with the market research I’ve conducted, I believe a salary increase of 15% would be both fair and in line with industry standards.” Customer service example (short version)

“In light of our company’s recent financial success, I’d like to discuss my salary. Over the past year, I managed a new team, oversaw the CRM software rollout, and revamped our feedback system, resulting in a 20% rise in customer satisfaction and a 15% reduction in call wait times. I’ve plans for implementing a chatbot system to improve efficiency by 25% and a cross-training programme to enhance our up-sell rates by 10%. My industry research suggests customer service management roles like mine typically earn about 15% more. This is corroborated by peers, recruiters, and salary benchmarks from leading retailers, as well as data from Salary.com. Considering my contributions and the market rate, I propose a 15% salary adjustment to align with industry standards.”

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Software engineer example

“Over the past year, in addition to my regular coding and debugging responsibilities, I’ve taken on the role of leading the frontend team and implementing a Continuous Integration/Continuous Deployment (CI/CD) pipeline to streamline our development process. I’ve been directly involved in the development of our new user interface for the [Product Name] platform, which led to a 30% increase in user engagement and a 20% reduction in page load times. Looking ahead, I have several initiatives planned. I’m aiming to introduce a new machine learning model to optimise our application’s recommendation engine, potentially improving user retention by 25%. Additionally, I plan to spearhead a project that integrates cutting-edge security protocols, ensuring our application’s resilience against the latest cybersecurity threats. I’ve also been researching industry salary rates. I found that positions with my level of responsibility and impact, particularly for software engineers with expertise in AI and machine learning, typically earn around 20% more than my current rate. I’ve gathered insights from discussions with peers at recent tech conferences and from recruiters who’ve reached out to me on platforms like LinkedIn. They’ve pointed to companies like Oracle and IBM offering competitive pay packages for roles similar to mine. Furthermore, job listings at Salesforce and Adobe support these findings, as do the average rates on Payscale.com. Given the impact I’ve had on our company’s recent success, especially with the launch of our new AI-driven product suite, and with the market research I’ve conducted, I believe a salary increase of 20% would be both fair and in line with industry standards.”

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Plan B: Asking for a raise without evidence that you’re underpaid

Reference your good work and future plans using the templates above, and then go for the ask: _“Over the past [time period, e.g., “year”], in addition to my regular duties, I’ve taken on [specific additional duties, e.g., “managing the new team,” “overseeing the XYZ project,” “implementing new software to streamline processes,” etc.]. _ _I’ve been directly involved in [specific project/task/initiative] which led to [specific outcome/result, e.g., “a 15% increase in sales” or “reducing overhead costs by 10%”]. _ Looking ahead, I have several initiatives planned. I’m aiming to [specific future goals, e.g., “introduce a new analytics system that could further enhance our marketing strategies,” “lead a cross-departmental project that is projected to improve operational efficiency by 20%,” or “expand our client base into emerging markets, which has the potential to grow our revenues significantly”]. Since the results I’ve achieved over the past [Number] months have contributed to the company’s financial success, I’d like an increase in my salary to reflect the value I’ve been adding. I believe an increase of [Number]% would be fair.” **It may also be worth negotiating benefits if an increase in base salary is not possible: ** “I’m also open to discussing other forms of pay or benefits that might be more feasible.” Scenario 4: You’ve taken on additional duties If you have taken on duties that fall outside of your original responsibilities, start documenting the evidence so you have leverage to ask your manager for additional pay. Here’s how to begin: Review your employment contract and job description Locate your employment contract and read through your job description and employee handbook to understand your original duties and responsibilities. Make a list of your original duties and responsibilities Based on your contract, create a list of your original duties and responsibilities for reference. Document the extra duties you have taken on Make a separate list of all the additional duties you have taken on that fall outside of your original scope of responsibility. Include the dates when you started them, as well as any positive outcomes or accomplishments resulting from your extra efforts. Monitor your workload and performance Keep track of your workload and ensure that your performance in your original duties and responsibilities is not negatively affected by taking on extra tasks. Have a conversation with your manager Schedule a meeting with your manager to discuss the additional duties you’ve been handling.  Discuss the possibility of a raise or promotion If you’ve been consistently taking on extra responsibilities and delivering strong results, use your accomplishments as evidence when asking for a raise or discussing the possibility of a promotion. Set expectations and boundaries Work with your manager to set expectations and boundaries regarding your role and additional responsibilities.  Use the one on one with your manager as an opportunity to explore potential support, resources, or delegation options to help you balance your workload and maintain high performance in your primary role. This will help ensure that you’re not overburdened and can maintain a healthy work-life balance. Now let’s put it all together.  Here’s a script you can use as a guide to discuss the extra work you’ve taken on and how it might justify a raise: Introduction “Hi [Name], I’d like to talk about my current role and the additional duties I’ve taken on recently.” Detail the additional work “I appreciate the opportunities I’ve had to expand my responsibilities and contribute to our team’s success. Over the past [number of months], I’ve taken on tasks such as [list extra duties you’ve been handling], which have gone beyond my original job description. Here’s an overview of my current duties [hand over the printed document of your original and additional duties]. I’ve really enjoyed the challenge and feel that I’ve been able to make a positive impact.” Highlight any milestones or notable accomplishments “During this time, I’ve also made sure to maintain my performance in my primary role. I’ve been able to achieve [mention specific accomplishments or milestones] while taking on these extra duties. Given my increased contributions and the value I’ve been bringing to the team, I’d like to discuss the possibility of a raise to better reflect my current responsibilities and the market value for someone in a similar position.” Confirm you’re being underpaid “I’ve done some research on the current market rates. I analysed a few industry benchmark salary reports, spoke to my peers in [Company Name] who do similar work to mine, and reviewed job listings over at [Rival Company Name]. It seems that the average salary for someone with similar responsibilities is [mention a specific salary or range]. I believe that a raise to [proposed new salary] would be more in line with the market value and a fair reflection of my current role and contributions.” If your manager immediately responds with a no, or “it’s just not in the budget”, just throw the ball back to them. Option 1 “As I said, I’m enjoying the projects I’m working on and I’m excited about what’s ahead with [Reference an important objective you’re working towards], but we need to make an adjustment so there is a fair number for both of us here that recognises both my commitment and the market rate for my role and skills.” Option 2 “As I said, I’m really excited to [discuss how you will continue to bring value to the team and help them achieve important objectives + why you want to continue working at the company], is there any way we can make up the difference?” (If they say no, continue reading as I’ll be discussing additional strategies to help you explore alternative options). What tends to happen is that your manager will likely need time to review your request before making a decision. After your meeting, get everything in writing by summarising the meeting in an email. Work from this email template: **Subject: **Recap of Our Meeting About Extra Responsibilities Hi [Name], I wanted to send a quick email summarising our meeting on [date of the meeting] regarding the additional responsibilities I’ve taken on and how they might justify a raise. During our conversation, we discussed:

1. The extra duties I’ve been handling that go beyond my original job description, as outlined in my two lists of responsibilities (attached to this email for your reference).
2. The positive impact these additional tasks have had on the team and our projects.
3. The potential for a salary increase to acknowledge my increased workload and contributions to the team.

You mentioned that you would [manager’s response or next steps, such as talking to HR or reviewing the budget]. If there’s anything I’ve missed or if you have any further thoughts or updates, please feel free to let me know. Thanks again for taking the time to talk about this, and I can’t wait to hear what comes next. [Your Name] No response If your manager hasn’t responded to your request for a raise after discussing the extra duties you’ve taken on, follow these steps: Wait for an appropriate amount of time Give your manager some time to process your request and consult with HR or upper management.  Typically, waiting for 1-2 weeks is a reasonable amount of time before following up. Send a gentle reminder email If your manager hasn’t responded within the expected time frame, send them an email to remind them of your conversation and request an update. Subject: Follow-up on our conversation about a raise Hi [Name], I just wanted to touch base about our chat on [date of the meeting] when we talked about my request for a raise, given the extra duties I’ve been handling lately. I know you might’ve needed some time to go over it with HR and others in management. I was wondering if there’s been any progress or updates you could share with me. I’m really keen on keeping up the good work for our team, and fair pay would help me stay motivated and committed. If there’s any more information you need or anything I can do to help move things along, just let me know. Thanks for looking into this, and I’m looking forward to hearing back from you. Schedule a follow-up meeting If your manager responds positively to your email, use the opportunity to schedule a follow-up meeting to discuss the next steps or any decisions that have been made regarding your raise request. Be persistent but respectful If your manager still hasn’t responded or the process seems to be stalling, continue to follow up at appropriate intervals (e.g., every two weeks). Don’t hesitate to express your concerns and reiterate the value you bring to the team. Consider alternative options If your manager is unresponsive or unwilling to discuss your raise request, explore other avenues within your organisation, such as talking to HR or seeking guidance from a mentor or senior colleague.

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Rejection

If your manager rejects your proposal due to budget constraints, it might be worth considering pay in the form of benefits. Here’s a script you can work from: Hi [Name], Since a salary raise isn’t an option right now, I was hoping we could explore some specific non-monetary ways to recognise the extra work I’ve been doing for the team. Considering the additional responsibilities I’ve taken on, I’d like to directly request a couple of things that I believe would be fair and help me stay motivated:

1. 5 additional days of annual leave.
2. A paid training course: I’d love the opportunity to participate in a training course that focuses on advanced project management techniques. Here’s a link to a 2-day course starting next month: [Insert link]. This would not only improve my skills but also allow me to take on more complex projects and do [explain how the course will develop your skill set and exactly how that will benefit your employer], which would benefit both the team and the company as a whole.
3. I’d also like to suggest revisiting the topic of a salary increase in [3-6 months], too, just to see if things have changed with the budget. Can we make that happen?

_These are the main things I had in mind, and I believe they’d be a fair solution for both of us. _ Let me know what you think. Delegating the workload Alternatively, if there’s no possibility of a fair agreement in relation to the extra work you’ve taken on, request that the duties be delegated elsewhere. Here’s an email template you can work from: Hi [Name], I wanted to talk to you about the extra work I’ve been taking on lately. As you know, I’ve been handling quite a few additional responsibilities, and we’ve been trying to figure out a way to balance things out, given the current budget constraints. I was thinking if we can’t find a fair solution for handling the extra work, I want to suggest that we delegate some of the duties to other team members. This way, I can focus on my core responsibilities and make sure I’m able to perform at my best. I’m more than happy to help train or transition these tasks to other team members, so the handover is as smooth as possible. I think this could be a good solution to ensure that we’re all contributing to the team’s success without overextending ourselves. What do you think? Denied If they are unwilling to play ball, I would strongly consider dusting off your CV and seeing what you can get at another company. You’re in an open relationship. Play the field.  If you do get another offer and your current employer matches it, it’s worth sitting down with your manager to discuss the reasons why you looked elsewhere in the first place. Try to resolve these issues before accepting the counter. If things are left unaddressed, you may find yourself wanting to get out in a few months. Alternatively, consider finding out what needs to happen in order for you to get the money you want. Put it to your manager:“How can we come to an agreement that meets both of our needs?” Agree on a timeline and get everything in writing. Scenario 5: Picked up someone else’s work after they left “I’ve been handling Sandra’s tasks since she left. And to be honest, I felt a bit pressured to take on the extra workload, but I get that we needed to keep things moving. _So, I did some digging to see what people in similar roles with this kind of workload are earning, just to make sure I’m in the right ballpark. I looked at industry reports, job postings, and even consulted with a couple of professional contacts in similar roles. _ What I found is that people with my experience, handling the duties I’ve taken on, are typically making around [Number]% to [Number]% more than what I’m earning now. I wanted to bring this up with you and see if we could chat about adjusting my pay to match the extra work I’ve taken on.” If the company cannot offer you a pay adjustment, follow the above guidelines on asking for benefits and delegating the workload. Scenario 6: Asking for a raise while working in retail “I’ve been reflecting on my time here over the past 12 months, and I want to discuss my pay. I’ve truly enjoyed coming in every day working alongside you, John, Mary, and the rest of our team. Taking on the responsibilities of merchandising and managing employee training has been a rewarding experience. I believe we’ve built a great team together, and I’m proud of the extra duties I’ve been able to take on. With these additional responsibilities and my consistent performance, I believe a salary adjustment is in order. I’d like to request a raise to [Number] an hour. This figure is in line with what supervisors in our field are earning, as I was able to gather this salary data from job listings at [Rival Company 1], as well as chatting with a couple of recruiters who contacted me on LinkedIn. I’m committed to helping this store continue to succeed, and I want to keep delivering the best service to our customers. But I believe it’s essential for us to find a fair number that reflects my contributions.” If your request is refused, use this as a guide to follow up: “I have to admit that I find this decision disappointing. I genuinely believe I’ve earned a raise based on my contributions and the additional responsibilities I’ve taken on. I want to reiterate that I genuinely want this store to continue doing well. I’m committed to helping you and the team, and I will continue to deliver the very best service to our customers. But I also believe in fairness and recognising the hard work that goes into making our store successful. I hope we can find a way to make an adjustment that is fair for both of us.”

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Reminders

• If you’re offered a raise, find out how much you come away withafter tax.
• Can never be said too often: **Make sure you get everything in writing. **
• If your contract is restructured, go through it with a fine tooth comb before signing anything. Take nobody at their word.
• If you are unable to get an increase in salary, I recommend discussing a plan for how you can receive a pay rise in the near future.
• Alternatively, start checking the market for other opportunities. Job-hopping is typically the**quickest way to get a pay increase. If you’re looking for jobs in the UK, ** go here.

If you need help negotiating your salarybefore starting a new job , check out our step-by-step guide here.